| Despite the fact that employee engagement is currently a very popular concept amongst management and human resources professionals, there has been very little academic research conducted on it and no theory established to explain the construct. Meyer and Gagne (2008) suggested that Self-Determination Theory (SDT) (a need-fulfillment based theory of motivation) may provide a theoretical framework for employee engagement. The fulfillment of the three key psychological needs (autonomy, competence, and relatedness) posited by SDT in the work setting may be what leads to increased levels of employee engagement. The present research tested the links between employee engagement and SDT at the department level by testing a model of the three key SDT needs predicting employee engagement using structural equation and regression modeling on an applied data set. While the findings were inconclusive, they did reveal links between leadership behaviors, autonomy, competence, and pay & benefits and employee engagement and supported examining employee engagement at the department level, rather than the individual level. No clear links between relatedness and employee engagement were identified in the current research. Further research on the links between SDT and employee engagement is recommended. |
